Compensation at St. Norbert College

Staff pay grades or job classifications are determined by the job descriptions. A job description should be completed by both the incumbent (if any) and the immediate supervisor and then reviewed by the Human Resources Office. Employees whose job duties have changed or are modified should inform their immediate supervisor and the Human Resources Office. The College may modify job descriptions at any time without notice.

The position is then assigned a salary grade with a corresponding pay grade. Job classifications are assigned by the level of responsibility using objective job measurements including:

• Thinking Challenges: Context and Complexity, Required Response
• Decision-Making: Impact of Judgments, Extent of Actions Taken, Level of Decision-Making
• Interactions & Communications: Context of Interactions, Outcomes and Effects
• Work Environment: Potential for Accidents or Hazards, Physical Requirements
• Formal Preparation & Experience: Education and Experience Required to Qualify to Hire

The college may retain the services of an external expert consultant to assist with job classifications.

• Change Job
• Manage Period Activity Pay
• Add Additional Job
• End Additional Job
• Direct Hire
• Contract Contingent Worker
• Payroll
• 2025 Payroll Schedule

• Pay Plan
• Reallocation/Reclassification of Staff Positions
• Employment Categories
• Independent Contractors
• Volunteers
• Cell Phone Stipend
• On-Call Pay
• Overtime Policy
• Workweek and Breaks
• Time Reporting
• Unemployment Compensation
• Workers’ Compensation

Employees who qualify as “exempt” under state and federal law will be paid on a salary (or fee, in some cases) basis. Special deductions from their salary or fee will be made only for:

• Absences of one or more full days for personal reasons (other than sickness or disability).
• Absences of one or more full days due to the employee’s sickness or disability (including work-related accidents) when the employee receives paid time off under another policy.
• Weeks in which the employee takes leave under the Family and Medical Leave Act. (In weeks in which employee takes a partial week of FMLA, employer will pay a prorated salary.)
• To offset any amounts received by the employee as jury fees, witness fees or military pay.
• Unpaid suspensions imposed in good faith for infractions of safety rules of major significance or other workplace conduct rules.
• A prorated salary during the initial or final week of employment.

If an employee disputes a deduction taken from the employee’s salary, the employee must report the dispute to the Human Resources Office. The College will investigate the dispute and, if found to be an improper deduction, will promptly reimburse the employee for the amounts withheld.